ANNUAL REPORT - Raiffeisen Informatik

has been defined for every job and at the employeeappraisal talks it is used as benchmark to compare withthe current status profile of an employee.The qualifications and competencies of employees canbe categorized as follows: Competence for activities andactions (e.g. visionary capacity, strong decision-makingcapabilities), expert know-how and methods (e.g. knowledgeof methods and processes), personal competencies(e.g. entrepreneurial mind-set, motivationalcapacity) and social and communication skills (e.g. collaboration,conflict resolution skills). The catalogue listsa total of 35 competencies and skills.A comparison of the status quo with target profiles forthe qualifications and competencies of employees is usedto determine the further training needs and is the basisfor individual training plans. If the current skills deviatefrom the target profiles, special training offers are developedfor employees to compensate their knowledgegaps. This is how Raiffeisen Informatik ensures that employeeshave the knowledge needed to accomplish theirtasks ideally. The experience gained and the trainingneeds analysed at the personal appraisal talks are consideredwhen preparing the training calendar and provideimportant information on the overall development backlogof the company and serve as a basis for defining futurepersonnel development programmes.V.1.6. NUTRITION AND HEALTHImportant elements of human resource management arethe company’s health management and the work-lifebalanceof employees. The various programmes and initiativesare organized to promote and improve employeehealth and health awareness. Optimal workplace designchecked by the company physician is an important themein this context. As most work done at Raiffeisen Informatiktakes place in a sitting position, it is important toensure an ideal working position. Spacious workplacesgive employees unrestricted freedom of movement. Thecompany provides ergonomic furniture that can be adjustedas needed with respect to position and height. Theoffice chairs with back support and the perfect dimensionof the screens are selected to help prevent tension,posture defects and eyesight strain. The company physicianhas office hours twice a week at the companyand offers personal consultations and diverse preventivemedicine examinations as well as regular vaccinationsand screenings, eyesight checks and influenza prevention.If needed, it is possible to consult a psychologist or obtaincoaching. Furthermore, many measures are offeredto maintain a good work-life balance. Apart from the widerange of offers of physiotherapy and massages, there areexercise classes, self-defence courses, running and ballsports events and yoga courses. Cooperation with fitnessstudios and sports facilities guarantee inexpensive rates.An important condition for employee health is also theright nutrition. At the company cafeteria, fresh food anda large selection of balanced meals are available everyday. The weekly menu also states the calorie count ofall foods and is based on “liveEasy” which is a nutritionalconcept for especially light and balanced meals. Moreover,the Works Council regularly distributes seasonalfruit to the employees and points out the importance ofvitamins.The comprehensive health management of RaiffeisenInformatik is a highly valuable benefit. In 2012, theaverage number of sick days at Raiffeisen Informatikwas 9.2 days and thus far below the Austrian average of13.4 days.Raiffeisen Informatik views the optimization of the worklife-balanceas a basic contribution to social stability andeconomic growth. Human Resources develops concretemeasures to make it possible for employees to combinework and family life. Being able to harmonize work, familyand leisure-time is strongly supported by RaiffeisenInformatik such as flexible working hours without a corework time. Employees can define their own workinghours from Monday to Friday flexibly and autonomously.The findings of the annual employee survey conductedin 2012 once again revealed excellent assessmentsand prove that Raiffeisen Informatik’s is one of the mostattractive employers in Austria.The Works Council also plays a key role at RaiffeisenInformatik. It is the contact for employees that want tocontri-bute new ideas and the partner for implementingproposals in close cooperation with Human Resources.In 2012, many employee proposals were supportedby the management, thereby contributing to the worklifebalance of employees.V.1.7. DONATIONS AND SUPPORTSocial commitment is part of sustainable corporatemanagement and an integral element of the corporatephilosophy of Raiffeisen Informatik. Internationally,the Raiffeisen Informatik Group supports many projectsthat focus on basic social needs, education and science,environmental protection, and sports. This not onlymeans financial support, but also active help such asin rebuilding the technical infrastructure after the Tsunamiin Sri Lanka.Raiffeisen Informatik regularly supports the children’scancer aid organization “Österreichische Kinderkrebshilfe”,the Austrian association for the blind “ÖsterreichischerBlindenverband”, “Licht ins Dunkel” and manymore cancer support organizations in Austria and abroad.By organizing regular blood donations in cooperationwith the Red Cross, the company contributes meaningfullyto the common good. Its exceptionally high commitmentin this area has won the company and its employees the“Corporate Blood Award”.In 2012, Raiffeisen Informatik organized a warehouseflea market for the first time. The entire receipts of theevent were donated to the Viennese hospice for childrenwith cancer “Wiener Kinderhospiz“. Raiffeisen Informatikemployees also actively support charity events suchas the “Run 4 Dreams” Charity Run. The company paysfor half of the starting funds for participants. At internalcompany charity events like the Raiffeisen Informatikpunch booth or the summer party, the company collectsdonations for local help organizations such as the“Rote Nasen” and “Licht ins Dunkel”.Employees of Raiffeisen Informatik are also supportedif they need help. There are many occasions such as thebirth of a child, marriage or current loans, for which thecompany grants subsidies. Culture and sports activitiesas well as private further education are also supportedwithin certain bounds. Additionally, assistance funds havebeen set up to help employees whose property has beenseverely damaged by natural disasters and for employeeswho have fallen into financial distress at no faultof their own. Raiffeisen Informatik offers employees inexpensivegroup discounts for additional health insuranceand the option of joining the company pension scheme.Together with its subsidiaries, Raiffeisen Informatik supportsmany social projects with a focus on education andalso supports IT training for young people.Comparex is an active partner and sponsor of the“Soweto Kliptown Youth” in South Africa. Since 2005, thecompany has been providing aid to a group of 20 childrento help them obtain an education including a high schoolleaving certificate. A further project was started by thecompany “Dialogue with Itete” to help aids orphans inTanzania through the development of a farming enterpriseand by providing valuable food and a good education.“Mary’s Meals” helps children in Africa by supplying dailymeals. Promoting young employees is also a centralconcern of Comparex. It furnishes childcare centres withcomputers and trains the staff in computer technology,thus enabling IT education at an early age.Financial Statements Certifications and Awards Risk Management CSR Group Management Report Group Profile Corporate Bodies / Shareholders Preface66 67